Recently, the small and micro enterprises have earned significant fame in the management and entrepreneurship discipline. Researchers have examined the turnover intention of employees working within formal organizations, but ignored the employees working within small and micro enterprises. The aim of this study is to analyze the moderating effects of supervisor support on the relationship between illegitimate tasks and turnover intention of the employees of small and micro enterprises. An interview-administered questionnaire approach was used for data collection, and the snowball sampling technique was employed in this study to contact employees who were working within small and micro enterprises. The sample size was 420 employees from Lahore city (the provincial capital city of Punjab, Pakistan). Results showed that supervisor support would moderate the impact of illegitimate tasks on turnover intention, and a high level of support available from supervisor to the employee at the workplace would make them less likely to leave the organization as opposed to an employee who has less supervisor support at the workplace. The study reveals that supervisor support in small and micro enterprises is necessary to reduce or eliminate stress in the environment. Consequently, this study implies that the managers and supervisors of small and micro enterprises should provide logic and explanation to their subordinates and motivate their subordinates as to why they are assigned that particular task instead of any other employee and how important it is. This study contributes to the field of small and micro enterprises by evaluating the relationship between illegitimate tasks and turnover intention. This study is unique because management scholars have more often studied employees’ behavior in large corporations rather than in small and micro enterprises.

Purpose: Based upon social exchange theory, this study investigates the mediating effect of consumers' trust in banking industry frontline employees on two relationships: (1) the relation between consumers' perceptions of frontline employees' empathy and consumers' perceptions of frontline employees' performance, and (2) the relation between consumers' perception of frontline employees' customer orientation and consumers' perceptions of frontline employees' performance. Design/methodology/approach: The authors used a time-lag research design to collect data through online questionnaires distributed in two waves. The sample comprises 375 respondents having experience and interaction with banking frontline employees. Findings: Results confirm the mediating effect of consumers' trust in the banking industry on the relationships between their perceptions of frontline employees' empathy and consumer orientation on the one hand and their perceptions of frontline employees' performance on the other hand. Practical implications: Results may be helpful to policymakers and managers in the service industries, prompting them to adopt approaches and strategies designed to build strong relationships with consumers, thus increasing consumers' trust and frontline employees' performance. Originality/value: This study confirms the relevance of social exchange theory in understanding the role of consumers' trust and perceptions of frontline employees' empathy and consumer orientation in understanding their perception of frontline employee performance in the banking industry.

To fill the research gap of scarce literature and effectiveness of managerial coaching, this study attempts to examine the influence of managerial coaching on employee organization citizenship behavior through the mediating effect of thriving at work and moderating effect of perception of organizational politics between managerial coaching and thriving at work. Data was collected from the employees working in the pharmaceutical sector in Lahore, Pakistan. By using structural equation modeling (SEM) analysis technique with 361 workers’ sample, results indicate that managerial coaching is positively correlated with thriving at work, OCB-I and OCB-O and thriving at work mediate the relationship of managerial coaching and organizational citizenship behavior. The results also exhibit that the relationship between managerial coaching and thriving at work is moderated by the perception of organizational politics. Furthermore, the practical implications of this study are further discussed.

There is growing acceptability in redesigning jobs to achieve goals and objectives nowadays. Employees who indulge in exploiting and exploring opportunities for the business tend to craft their jobs, which can help to enhance business performance. This study aims to examine that how ambidextrous managers in small and medium enterprises (SMEs) craft their tasks as a strategy for open innovation to enhance business performance. This study also attempts to assess the moderating role of gender in evaluating the relationship. Simple random sampling is used to administer a structured questionnaire to 650 operations managers employed in service-sector SMEs. The findings reveal that, when male managers involve in explorative and exploitative activities, they tend to craft their jobs more as compared to females. In turn, when jobs are redesigned, it brings a positive impact on business performance as perceived by the managers. The study provides implications for the policy makers with regard to device measures to enhance the job crafting capacity of managers with specific attention to female managers in the case of small and medium enterprises. The present study provides a novel explanation of the relationship between manager ambidextrous behavior and business performance through the mediation of job crafting among top managers working in small and medium organizations, with an overarching view of gender.

Life satisfaction is of great significance to human beings. Based on the conservation of resource theory, the study investigates the direct and indirect impact of ebullient supervision on life satisfaction. This study investigated how ebullient supervision is related to teachers’ life satisfaction and how workaholism mediates this relation. It also investigates the moderating role of family motivation on the ebullient supervision and workaholism relationship. The data were collected using self-report survey questionnaires by utilizing a time-lagged cross-sectional study design. A moderated mediation model was tested on an actual sample of 401 using Process Macro by Hayes. The findings of our study show that ebullient supervision promotes workaholism and boost life satisfaction. It is found that workaholism enhances the life satisfaction of teachers. Finally, we also found that the relationship between ebullient supervision and workaholism is weaker when family motivation is high.